When a disciplinary sanction expires, all documents relating to the matter must be destroyed; you can’t keep hold of them “just in case”. But what about a record of the employee’s disciplinary
offence. Must that be erased too?
Published 09.05.2014
One of your employees has always been a bit mouthy but they’ve now gone a step further and point-blank refuse to obey a management instruction. How should you deal with the situation?
Published 17.12.2015
Suppose that an employee’s poor level of customer service has cost you a customer. Although it’s the first complaint you’ve received about them, could you dismiss for gross misconduct or might it
invite a tribunal claim?
Published 30.11.2011
What can you do if you have a genuine reason to distrust a key employee, but it’s not bad enough to dismiss on the grounds of gross misconduct? Must you accept the situation, or are there any other
options available to you?
Published 05.02.2009
Like many employers, you’re confident that you can identify the sort of behaviour that can be dealt with as gross misconduct. But a new case suggests that you must be very careful before you act. So
how should you deal with it?
Published 07.04.2005
A serious misconduct allegation has been made against an employee and there’s definitely a witness. The trouble is, you don’t know who it is. Can you call all of your staff together and ask them what
they know?
Published 15.01.2019
You have concerns about an employee and believe the situation requires a disciplinary investigation. If you begin this process, must you inform the employee or can it be concealed from them?
Published 03.07.2017
An employee is accused of procedural misconduct which could justify their dismissal. In their defence, they’ve claimed that a manager who has since left told them to “do things this way”. Does this
get them off the hook?
Published 27.08.2013
When an employee is subject to a disciplinary investigation your process must be fair and reasonable. But suppose the investigating manager goes thorough everything in fine detail - could that render
a dismissal unfair?
Published 07.11.2017
It’s taken you six months to carry out an investigation into an allegation of misconduct and arrange a disciplinary hearing. The employee says that this renders the entire process “unfair”. Is this
correct?
Published 18.11.2011